Walker R
Health Prog. 1989 May;70(4):55-7.
Many healthcare facilities in search of a physician are bombarded with offers from physician search firms to drum up potential candidates. Determining which firm has the right stuff for the job takes considerable time and skill. More than 60 companies belong to the National Association of Physician Recruiters, and their methods, policies, and results may vary widely. Administrators can begin getting basic information by contacting firms and requesting written material. During the initial telephone call, the administrator in charge of the search should speak with a consultant or principal of the firm (whoever would be doing the search) and find out what experience that person has had with searches for facilities in similar geographical areas, his or her success in placing physicians who specialize in the specialty needed, how many searches the consultant undertakes at one time, whether the firm guarantees its services, and an outline of its fee structure. After evaluating written material, the administrator should choose two or three search firms to make personal presentations. These presentations should follow a logical sequence and include statistics, completion times, ratios, and specific deadlines for various parts of the search process.
许多寻求医生的医疗机构都会收到医生招聘公司发来的大量邀约，以招揽潜在候选人。要确定哪家公司适合这项工作需要花费大量时间和技巧。超过60家公司属于全国医生招聘人员协会，它们的方法、政策和结果可能差异很大。管理人员可以通过联系公司并索要书面材料来开始获取基本信息。在最初的电话沟通中，负责招聘的管理人员应与公司的顾问或负责人（即负责招聘的人员）交谈，了解其在类似地理区域为医疗机构进行招聘的经验、成功安置所需专业医生的情况、顾问一次承接多少招聘任务、公司是否对其服务提供保证以及费用结构概述。在评估书面材料后，管理人员应选择两到三家招聘公司进行现场介绍。这些介绍应遵循逻辑顺序，包括统计数据、完成时间、比率以及招聘过程各个环节的具体截止日期。
